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Human Resources Fire Update

March 5, 2015

On February 18th an electrical problem caused a fire in the attic space of the HR building. No employees were harmed in the fire, and we did not lose any documents. As a result of our nightly backup process, no data was lost. Thanks to C&C and BAS IT all HR systems and staff were back online within 5 hours.

The building cannot be occupied in its current state, and therefore HR staff have been temporarily relocated. Within moments of the fire, our neighbors at UNEX offered us temporary space to house several of our HR units in the immediate short term, and others will be housed in the Surge building. During this period of time our phone numbers will remain unchanged, and interoffice mail can be sent to HR at Surge 310C. If you have a meeting scheduled with HR staff, please check your calendar to confirm the location as we have made alternate arrangements for those meetings which were scheduled to take place in the HR building.

Many people contributed to our ability to rebound so quickly from this situation. We want to thank the entire campus community for the outpouring of support and assistance we have experienced. We are extremely proud to be part of this caring campus community.

At this time we do not have a public lobby. If you have questions, we encourage you to use our HR website and utilize the contact emails and phone numbers.

Human Resources Building Fire

To the campus community,

The Riverside Fire Department extinguished an early morning fire in the UC Riverside Human Resources building on February 18, 2015. No one was injured but the building is damaged. The building must remain vacant while the damage is assessed, and a determination is made about whether the building can be reoccupied. Employees of Human Resources will be temporarily relocated, and all meetings and trainings are being either moved to other locations or rescheduled.

HR staff are able to retrieve both email and phone messages. We are committed to continuing to provide service to the campus, and will update you about our temporary location(s) as the details are finalized.

Anthem Data Breach

On February 4, 2015, Anthem, Inc. was the target of a very sophisticated external cyber attack and data for its 80 million members was accessed. The University has been in contact with Anthem and has confirmed that information about UC students, faculty, staff and retirees, as well as their dependents, has potentially been accessed. Once the attack was discovered, Anthem immediately made every effort to close the security vulnerability, contacted the Federal Bureau of Investigation (FBI) and began fully cooperating with their investigation.

These cyber attackers gained unauthorized access to personal information for current and former members, such as their names (employees, retirees, students and their dependents), birthdays, member health ID numbers/Social Security numbers, street addresses, email addresses and employment information such as the UC campus or medical center location. Anthem has informed us that the data in the IT system that was breached contained information on members from 2006 to present.

Anthem’s investigation to date indicates there is no evidence that banking, financial or medical information, such as claims, test results, or diagnostic codes were targeted or compromised. Anthem will enroll members affected by the attack in identity repair services and impacted members will be provided information on how to enroll in free credit monitoring.

Anthem has developed a dedicated website and an FAQ that provides the most updated information on the Anthem breach.

IMPORTANT:Anthem will be contacting current and former members via mail delivered by the U.S. Postal Service. Anthem will not be calling members directly, nor will Anthem be emailing members. Members should beware of scam email campaigns (or phishing) disguising to be Anthem, see example here.

2014

Clery Act Training and Awareness

Campus crime is an issue of mounting concern for colleges and universities across the country, and the University of California strives to ensure a safe and welcoming environment for all students, faculty, staff and visitors. The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) requires that colleges and universities disclose policy information and crime statistics as part of a campus security report published annually by each institution. The Clery Act Training was made available in order to raise awareness about the Clery Act and the responsibilities and reporting requirements under the Act.

As of September 2014, the UC Office of the President has released an updated version of this training which includes general information on the Violence Against Women Act (VAWA) and information regarding international locations. If you wish to review the Clery Act Training, it is available in the UC Learning Center at www.ucrlearning.ucr.edu.

UCR Once Again Earns "Military-Friendly" Recognition

In recognition of its efforts to dedicate resources to ensure the success of active duty military and veterans in the classroom, the University of California, Riverside has once again been named to the Military Friendly Schools list by Victory Media. It is the fourth time that UCR has appeared on the list.

What does the HR Policy, Program & Project Unit do?

Develop/revise and implement HR policies/procedures and, in an effort to ensure compliance, provide consultation and reporting on system-wide HR policies and local procedures/guidelines

Provide project management in support of initiatives impacting the campus community, ensuring project milestones are met, appropriate communication/training occurs, and issues are resolved appropriately and timely

University of California, Public Notice Process Under HEERA (UC-K5 Riverside Skilled Craft IUOE, Local 501)

Friday, August 29, 2014

The Higher Education Employer–Employee Relations Act, which governs collective bargaining of higher education employers in the state of California, requires that the University as the employer provide notice to the public before it begins negotiations with an exclusive representative.

The University will convene initial public notice meetings on Thursday, September 4, 2014, from 2–4 p.m. and on Thursday, September 18, 2014, from 2–4 p.m. Both will be held in the HR Conference Room, located at 1160 University Avenue, Riverside, CA 92521.

Employee and Labor Relations – Name and Staff Changes

The Office of Labor Relations has recently assumed responsibility for all staff employee relations activities and is now called the Employee and Labor Relations (ELR) Department. Staff of the ELR Department provide consultation and advice to managers, supervisors, and represented and non-represented employees in developing and implementing solutions to organizational needs, including:

Conflict management

Performance management/counseling

Corrective actions

Separation actions – including dismissals, releases during probation, layoffs, and separations of employees for medical reasons

On June 3, 2014, after many months of negotiations, representatives of UC and UAW came to a tentative agreement on a successor contract covering Academic Student Employees (BX) staff. The bargaining unit members ratified the agreement on June 21, 2014.

The multi-year agreement for this bargaining unit will be posted to the HR website as soon as it has been finalized by the parties. HR conducted training for those responsible for administering the contract. Questions about new provisions should be directed to Jake Hurley at x2-2847

On June 23, 2014, representatives of UC and UC-AFT came to a tentative agreement on reopener negotiations regarding retiree healthcare covering Non Senate Faculty (IX) staff. The bargaining unit members ratified the agreement on July 18, 2014.

Under the agreement lecturers who were members of the bargaining unit before July 1, 2013 will follow the same eligibility rules for retiree healthcare as their non-represented colleagues hired before that date. Those joining or rejoining the bargaining unit on or after July 1, 2013, will follow a modified set of eligibility rules. Questions about this agreement should be directed to Jake Hurley at x2-2847

Policy Update - Absence from Work PPSM 2.210 - Technical Changes

PPSM Policy 2.210 (Absence from Work) was revised to include a number of technical changes with a focus on aligning the policy with legal requirements enacted since the last issuance of the policy in early 2013. The policy is applicable to Professional and Support Staff, Managers and Senior Professionals, and Senior Management Group members. Effective July 1, 2014, the University of California revised PPSM Policy 2.210 — Absence from Work. Highlights of the technical changes are noted in the enclosed table.

Staff Education and Development is now Accepting Applications for the 2014-15 Building Core Supervisory Competencies Program!

The program is specifically designed for employees with one to two years of supervisory experience who want to develop a broad range of skills that can enhance their performance in carrying out supervisory duties. The program focuses on critical competencies such as communications, human resources management, risk management, and a comprehensive offering of electives which provide instruction in other management areas. For more program details, including program cost and application, please visit our Certificate Programs page.

HR Policy, Program & Project - Staffing Update

Effective 5/1/14, Veronica Luna is our new Health Care Facilitator. Veronica’s primary function is to administer the UCR Health Care Facilitator Program with the goal of ensuring faculty, staff and retirees understand and obtain the full benefits and services available from UC-sponsored medical, dental and vision plans.

Effective 7/29/14, Alisha French is our new Senior HR Program Analyst. Alisha’s primary function is to administer a full range of key HR programs and projects; including benefits, work/life, the chancellor’s recognition of staff & faculty service and the catastrophic leave program.

Effective 9/29/14, Jorge Sanchez is our new Senior HR Data, Program and Communication Analyst. Jorge’s primary functions include developing queries and generating meaningful metrics in direct support of the operations of HR, researching, developing, and administering HR programs and projects, leading the department in the overall development and publishing of professional communications, and maintaining records and generating reports for a variety of programs/functions.

UC Simplifies Retiree Health Benefits Rules

To simplify administration and respond to employee concerns, UC is changing the eligibility rules for retiree health benefits. Policy-covered employees eligible for UCRP on June 30, 2013, will be subject to the eligibility rules that were in place as of that date. This means that those employees who previously had been moved to the new 2013 eligibility rules because they were not vested in UCRP on June 30, 2013 or because their age plus years of UCRP service was less than 50 at that time will no longer be subject to the eligibility rules that went into effect on July 1, 2013.

New Salary Program for Non-represented Staff

Chancellor Kim A. Wilcox is pleased to announce that the University of California at Riverside is making plans to implement a system-wide salary increase program for non-represented staff for the 2014-15 fiscal year. As reflected in budgetary guidelines, the targeted increase will be three percent, calculated on the basis of a July 1, 2014, effective date. This salary increase plan will apply to non-represented staff excluding student employees. Implementation guidelines for FY 2014-15 are being distributed by Human Resources. The effective date of the across-the-board salary program is July 1, 2014 for monthly paid employees and June 22, 2014 for biweekly paid employees in order to coincide with the payroll cycles.

Eligible

Non-represented career staff who were hired before January 1, 2014 and who have successfully completed their probationary period as indicated by the employee’s status in PPS as of June 30, 2014. Questions regarding probationary status are addressed in PPSM 22 and UCR Local Procedure 22.

Ineligible

Employees in contract appointments where the contract does NOT specifically include provisions for participation in the campus-wide salary programs.

Employees covered under collective bargaining agreements as their compensation is determined by the contract terms in their respective labor agreements.

New Posting Certification Process for Mandatory Workplace Posters

In an effort to ensure compliance with mandatory workplace posting requirements, while reducing the administrative effort by departments and Human Resources, the mandatory workplace posting certification process has been modified. Organization units, instead of departments, will now be responsible for certifying that all faculty and staff have reasonable access to mandatory workplace posters.

On March 7, 2014, a new presidential policy was issued which updates existing provisions prohibiting sexual harassment and sexual violence, provides support for victims, and outlines training for faculty, staff, and students. It identifies procedures for reporting and investigating an incident, outlines sanctions against the perpetrator that may be imposed after disciplinary proceedings, protects a victim's confidentiality, and provides information on victims' rights, support services, and requests for accommodation. The policy also provides for the training of students, faculty, staff, and for those who investigate and conduct hearings.

The University's intent is to ensure that all faculty, staff, and students feel not only safe and secure but also welcomed and supported. This policy provides clear direction regarding the support and procedures that are available to victims and ensures that appropriate discipline is imposed when perpetrators are identified. Questions about the new policy may be directed to Debbie Artis, Director/ Title IX Compliance Officer at (951) 827-7070.

Violence Against Women Act (VAWA) UC Systemwide Training Now Available

As part of the University of California's effort to promote the awareness and prevention of domestic violence, dating violence, sexual assault, stalking, and consent, the University has developed a training course for incoming students and new employees, which includes faculty, academics, and staff, in accordance with UC Policy. The course also provides options for safe bystander intervention, information on reporting an offense, and other resources.

To access the Violence Against Women Act (VAWA) Systemwide Training course in the UC Learning Center:

*If you are a student (versus student employee) and you have never used the UC Learning Center you may need to add your profile first by logging in to the Affiliate Access Tool.

Launch of UCnet

On February 6, 2014, UCnet, a new systemwide website for faculty, staff, and retirees was launched as part of an initiative to improve the online tools and resources offered to UC audiences. UCnet is a place where UC faculty, staff and retirees can:

Read timely news and interesting stories about the university and the people who work here

Find information about benefits and policies as well as a wealth of university tools and resources

Share views with colleagues from around the system

Learn about opportunities to get involved in UC community activities

UCnet has replaced the At Your Service website. Due to this transition, certain links from the UCR Human Resources website that formerly pointed to the At Your Service website are now being redirected to the UCnet home page, and not necessarily to the content expected. The Human Resources office is working to update these links to point directly to the specific content on UCnet as they did previously to the At Your Service website. UCnet does feature a robust search tool that should prove helpful during this transitional phase and in the future to assist in navigating to needed information.

Please note that At Your Service Online, the password-protected portal used to access personal pay and benefits information, still exists.

Bargaining Bulletin: UC Reaches Agreement with AFSCME Service Unit

On February 27, 2014, after many months of negotiations, representatives of UC and AFSCME came to a tentative agreement on a successor contract covering Service (SX) staff. The bargaining unit members ratified the agreement on March 8, 2014.

The multi-year agreement for this bargaining unit will be posted to the HR website as soon as it has been finalized by the parties. Training dates for supervisors, managers, and HR professionals will be announced soon.

Human Resources Re-Opens Lobby

In an effort to better serve the campus community, we are pleased to announce that the Human Resources lobby is now open and staffed during normal business hours. In addition, we will continue to provide a computer kiosk for job applicants and a phone for visitors to use to contact HR/LR employees directly.

Yes, You Can Change Your Medical Plan Selection

The University has made significant changes to the health care plans for 2014. While the campus made every effort to provide information regarding the new options, it is possible that there may be faculty and staff who wish to change their current election. If you conclude you are in the wrong plan and decide you want to make a change, please contact the Benefits Office at benefits@ucr.edu or by phone at (951) 827 -4766 as soon as possible, but no later than March 31, 2014.

Bargaining Bulletin: UC Reaches Agreements with UPTE

On December 13, 2013, after many months of negotiations, representatives of UC and UPTE came to tentative agreements on successor contracts covering Healthcare Professionals (HX), Research Support Professionals (RX) and Technical (TX) staff. The bargaining unit members ratified the agreements on December 20, 2013. This follows the recent ratifications of agreements covering represented Librarians (LX), Registered Nurses (NX) and Police Officers (PA).

The multi-year agreements for each of these bargaining units will be posted to the HR website as soon as they are finalized by the parties. Training dates for supervisors, managers, and HR professionals will be announced soon.

The Benefits Office has launched a dedicated website to Open Enrollment news and events at UC Riverside. The site features detailed information on local Benefits Town Halls, the upcoming Benefits Fair, and 2014 Open Enrollment Benefits Overview Workshops, as well as links to UC Open Enrollment resources and websites.

2013-14 Winter Holiday Closure

As in previous years, UCR plans to observe a Winter Holiday Closure during the 2013–2014 holiday season. The campus is scheduled to close beginning Saturday, December 21 through Wednesday, January 1, 2014, and will reopen on Thursday, January 2, 2014. This annual closure has allowed UCR to achieve significant energy savings and continues to be a highly effective approach to power conservation for a specific period of time.

New Health Insurance Marketplace – Covered California

As part of the Affordable Care Act (ACA), a new health insurance marketplace that eligible Americans can use to shop for health insurance opens October 1, 2013. In California, the marketplace is called Covered California. Although, UC’s health plans meet all the legal requirements under ACA, Covered California may be an option if you’re not eligible for UC’s benefits. Those who are eligible for UC benefits do not need to take any action, but those who are not eligible for UC benefits may want to learn more about the Covered California marketplace. Additional information can be found by accessing this “Exchange Notice” and/or the Covered California website.

Get a Head Start: Visit the New 2014 Medical Plans Website Now

UC launched the new Medical Plans website on September 16 in preparation for 2014 Open Enrollment, which begins on October 28 and runs thru November 26. The new site provides detailed information on the medical benefit options available in 2014 and will help you sort out all the information and understand what you need to do when Open Enrollment begins. Watch for more information to be added to the site as we get closer to Open Enrollment on October 28.

UC Announces New Medical Plans for 2014

UC is presenting a revised menu of six plans for 2014 that offers better value and clearer choices. Two new plans will be offered: Blue Shield Health Savings Plan, which features a UC-funded health savings account, and UC Care, UC's own PPO plan that offers members access to UC doctors and hospitals. Four plans — Anthem Blue Cross PPO, Anthem Blue Cross PLUS, Anthem Lumenos with HRA, and Health Net Full HMO — are being discontinued. Kaiser Permanente, Health Net Blue and Gold, Western Health Advantage, and Core will still be available.

New and Improved Options for Contacting the Benefits Office

As part of an ongoing effort to increase campus access to information and services under the new benefits service delivery model, the Benefits Office is offering two contact routes designed to quickly connect faculty, staff, and retirees to the individuals best suited to answer their specific questions:

A new single email address that reaches all Benefits Office staff: benefits@ucr.edu

An updated automated telephone system: (951) 827-4766.

Retirement Gift Program for Staff Employees

Effective June 1, retirement counseling services for staff were transitioned to UC's Retirement Administration Service Center (RASC). Part of the former counseling services provided by the Benefits Office included providing information on the Retirement Gift Program with a brochure from which retirees could select a gift. Due to the transition of services, the Retirement Gift Program information and folder will no longer be provided by the Benefits Office. To ensure this program continues to be part of the retirement process, we are asking that departments provide retiring staff members with the link to the OC Tanner online catalog where they may select a gift. The updated Retirement Gift Program webpage reflects the new department responsibilities.

UC is taking steps to implement changes resulting from the Supreme Court's Defense of Marriage Act and Prop 8 rulings

As a result of the rulings employees in same-gender marriages are no longer subject to taxes on the "imputed income" for UC's contribution to the cost of health insurance coverage provided for a same-gender spouse enrolled in UC-sponsored benefits.

New UC Policy on Accommodations for Nursing Mothers

The University recognizes the importance and benefits of breastfeeding for both mothers and their infants; and is committed to a workplace culture supportive of family care-giving responsibilities. As a result, a new policy on Accommodations for Nursing Mothers was developed and became effective July 3, 2013.

New Retiree Health Eligibility Rules Effective July 1, 2013

About half of current faculty and staff will be affected by new eligibility rules for retiree health benefits that go into effect on July 1, 2013. To help employees understand the changes to retiree health, Anne Wolf, Systemwide Coordinator in Internal Communications at the Office of the President, sat down with Gary Schlimgen, Executive Director of Retirement Programs & Services, to field some of the most commonly asked questions.

New Benefits Service Delivery Model

UCR is implementing a new benefits service delivery model to optimize faculty and staff support in the years ahead. This model has been thoughtfully developed to ensure a similar level of service continues to be provided to faculty, staff, and retirees despite resource (budget) reductions and reduced staffing levels. The new approach leverages technology but also continues to offer in-person support when appropriate.

New Retiree Health Eligibility Rules Effective July 1, 2013

About half of current faculty and staff will be affected by new eligibility rules for retiree health benefits that go into effect on July 1, 2013. To help employees understand the changes to retiree health, Anne Wolf, Systemwide Coordinator in Internal Communications at the Office of the President, sat down with Gary Schlimgen, Executive Director of Retirement Programs & Services, to field some of the most commonly asked questions.

Your Guide to Professional Development

Performance appraisal time is right around the corner. With appraisals comes the chance to set goals and create development plans for the upcoming year. Not sure where to start? Human Resources has combined several resources on one web page that provide a “one stop shop” for professional development ideas and tools.

New Benefits Service Delivery Model

UCR is implementing a new benefits service delivery model to optimize faculty and staff support in the years ahead. This model has been thoughtfully developed to ensure a similar level of service continues to be provided to faculty, staff, and retirees despite resource (budget) reductions and reduced staffing levels. The new approach leverages technology but also continues to offer in-person support when appropriate.

Staff advisors help give employees a voice!

Consider applying for a chance to become the 10th staff advisor since the Staff Advisor program was launched. Applications for the 2013-2015 staff advisor-designate will be accepted through March 1, 2013.

For more than a year since October 2011, UC has been negotiating with the University Professional and Technical Employees (UPTE) union for a new contract covering UC’s 3,300 healthcare professionals.

UC and the union continued discussing compensation during their most recent two days of bargaining Jan. 31-Feb. 1.

Although tentative agreement has been reached on more than half the articles in the contract, UC is very disappointed at the lack of agreement regarding post-employment benefits and employee compensation.

Post-employment benefits

In 2010, after months of careful study and extensive consultation with the university community, UC adopted a series of reforms to its post-employment benefits. These reforms are aimed at maintaining good and financially sustainable post-employment pension and health benefits for employees.

UC’s post-employment benefits proposal already applies to the general UC employee population, and 14 UC bargaining units also have agreed to the changes, which include increasing employee contributions to the UC Retirement Plan (UCRP) from 5 percent to 6.5 percent, and increasing UC’s contribution to 12 percent, effective July 1, 2013.

By contrast, UPTE is asking to be treated differently and wants pension contributions for its members to stay at the current level of 5 percent of pay. UC objects to this because it is unfair to other employees who will be contributing more.

UPTE has been unwilling to participate in substantive bargaining over the University’s proposal on post-employment benefits even though the University submitted this proposal on October 20, 2011.

UC has even gone so far as to invite UPTE to meet with UC leaders and the UC actuary to discuss post-employment benefits.

Compensation

UC health care professionals play a vital role in delivering quality care at our medical centers and campuses, and UC is committed to providing a competitive compensation package to retain our dedicated staff and attract new talent.

UC has proposed a five-year agreement with annual wage increases and excellent benefits that justly compensate employees for their hard work, and is both fair and fiscally responsible.

UC believes in a holistic approach to financial issues, and has conveyed to UPTE that any agreement on compensation must include an agreement on post-employment benefits.

The next bargaining session is scheduled for March 11-12 and UC will continue its efforts to reach a fair contract with UPTE.

UC has begun negotiations with UPTE for a new contract covering more than 8,600 research and technical (RX/TX) employees.

On Jan. 24-25, 2013, the university and the union completed their third bargaining session since talks began in mid-December. So far, UC has presented 20 proposals and UPTE 18 proposals on contract terms dealing primarily with working conditions and non-economic issues.

The university plans to present information and a proposal on retiree health and pension benefits at the next bargaining session Feb. 4-6, 2013 in San Diego.

UPTE has indicated that it opposes UC’s approach to post-employment benefits, which are part of a coordinated strategy to protect the financial health of these programs while still providing attractive benefits to our employees. These benefits already apply to the general UC employee population and many unionized employees. The university looks forward to discussing this proposal and hearing any viable alternatives the union may present, as long as they are consistent with the university’s principles of financial feasibility and fairness across all employee groups.

UC is committed to bargaining in good faith with the goal of finalizing an agreement before the current contract expires June 30, 2013. Reaching a successor agreement before the current expiration date will provide certainty to both employees and the university, and can be achieved with the requisite diligence and efficiency.

The university’s goals for these negotiations include:

Reaching a multi-year contract that provides stability for employees and the university, and addresses key issues such as wages, safe working conditions and retirement benefits;

Providing a fair total economic package that compensates staff for their hard work and dedication, and helps attract new employees as needed;

Conducting respectful negotiations that culminate in a fair agreement;

Achieving a responsible contract that protects the financial health and quality of the university.

Proposed Policy on Reporting Child Abuse and Neglect

The University is proposing to issue a Policy on Reporting Child Abuse and Neglect. The policy is written to comply with California's Child Abuse and Neglect Reporting Act (CANRA) and related amendments that took effect on January 1, 2013. As with all such policies, UC invites employees to comment on the proposed policy.

The Policy describes the legal requirements that the University is obligated to implement and enforce. Some University positions, such as health care professionals, employees of law enforcement agencies, athletic coaches, and individuals who have regular contact with and/or supervision of children, are Mandated Reporters under the law. These Mandated Reporters are required to report observed or suspected child abuse to local Child Protective Services offices or law enforcement agencies. They are also required to sign a form acknowledging that they understand this important obligation.

In the proposed Policy, UC will additionally require all UCR employees whose workplace responsibilities include regular interactions with minors to function as Mandated Reporters. The policy's primary goal is to help assure that any concerns of child abuse or neglect are promptly reported and addressed. Please note that standard faculty instructional responsibilities do not constitute interactions with minors under UC's CANRA policy.

Responsibility for identifying Mandated Reporters rests with each organizational unit. Once the system-wide policy is finalized, local procedures will be developed to assist organizational units in identifying individuals who are Mandated Reporters on an ongoing basis.

The proposed policy, mandated reporter categories, and frequently asked question are available on the At Your Service website.

In accordance with our process for formal review, employees are encouraged to provide comments on the proposed policy by February 9, 2013, to Elizabeth Sanchez in Human Resources at elizabeth.sanchez@ucr.edu.

UC and Librarians Reach Agreement on Post-employment Benefits

The University of California and American Federation of Teachers have reached agreement on retirement benefits for the university's more than 350 librarians.

Under the agreement, the librarians will join the general UC employee population in participating in the revised retiree health and pension benefits that go into effect July 1, 2013. These changes include current employees contributing 6.5 percent of pay to the UC Retirement Plan, and new employees hired on or after July 1, 2013 contributing 7 percent for a slightly modified pension plan. The university will contribute 12 percent for all employees.

"We believe treating our people equally and providing everyone with the same high-quality retirement benefits is the right thing to do," said Dwaine B. Duckett, vice president of systemwide Human Resources. "We're pleased this agreement with the AFT helps us with that goal."

The post-employment benefit changes are part of a series of measures the university has undertaken to preserve the long-term viability of its pension and retiree health programs, while still providing attractive post-employment benefits to faculty and staff.

Other unions also have agreed to these measures. The university is continuing negotiations with other labor groups on retirement benefits.

Other highlights of the agreement with AFT include:

The librarians will participate in the university's general academic merit increase program in the current year and the next 7 years, when the university decides to administer it.

If the university does not administer the general academic merit program in any given year, the union may request to negotiate healthcare and retirement benefits.

The existing contract is extended to Aug. 31, 2013. Over the next several months, the university and union will continue to negotiate the remaining terms of a new contract including wages.

The university and AFT began negotiations in April 2012. UC is committed to continuing to bargain in good faith to reach an agreement that is fair and responsible.

FINAL REMINDER: UCR's Bi-Weekly Pay Conversion will occur on January 20, 2013

UCR will be converting all non-exempt employees (hourly and salaried) and readers and tutors to bi-weekly pay cycles. All other academic employees and exempt staff will remain on monthly pay schedules. Employees should mark February 1, 2013as a partial monthly paycheck date!

Service Employees Bargaining Update #4

UC and the American Federation of State, County and Municipal Employees (AFSCME) continued to present proposals and discuss contract issues Dec. 5-6, 2012 as they continued negotiations for a new agreement covering service employees.

During the two-day meeting at UC Santa Barbara, the university and union talked extensively about staffing levels. In addition, the union presented its proposal on health and welfare, rejecting UC's proposal to continue treating service employees the same as other staff employees. The university presented proposals on holidays, leaves of absence, and no strikes.

The next bargaining session is January 29-30, 2013, at UC Riverside.

Applications are now being accepted for the 2013 sessions of the Management Skills Assessment Program (MSAP).

MSAP is designed to strengthen the engagement and preparation of high potential UC supervisors, managers, and professionals. It offers an intensive, off-site, assessment center experience for early career managers. For specific dates, program information, and to access the application, please visit msap.ucr.edu.

Opportunity to Participate in a Training Needs Assessment

In an effort to provide the most relevant and useful development courses to our staff, the Staff Employment and Development Unit has developed a training needs assessment in the form of a short online survey to gather your feedback. We would like to hear directly from you in what kinds of courses you are interested and what courses will help you develop skills to be successful in your current and future positions. We would appreciate your feedback by December 14, 2012.

Mark your Calendars!

UCR's Bi-Weekly Pay Conversion will occur on January 20, 2013

The University of California has embarked on a plan to deploy a single payroll and human resources information system across all campuses and medical centers; this project is known as UCPath. As a result, all UC campuses have or will be converting all non-exempt employees (hourly and salaried) and readers and tutors to bi-weekly pay cycles. All other academic employees and exempt staff will remain on monthly pay schedules. Employees should mark February 1, 2013as a partial monthly paycheck date! More information can be found on the website listed below.

UC-AFSCME Bargaining Update #2 for Service Employees — Nov. 15, 2012

UC and the American Federation of State, County and Municipal Employees (AFSCME) discussed retirement benefits and other issues Nov. 8-9, 2012 at UC Santa Cruz during contract negotiations for service employees.

Bargaining session highlights:

AFSCME shared members' concerns about wages and benefits. The university wants to reassure employees that UC values its staff and provides a compensation package that rewards them for their hard work and dedication. UC is committed to efficient negotiations resulting in a multi-year agreement that is fair to staff and the university.

AFSCME rejected UC's plan for new retiree healthcare eligibility rules, pension contribution rates and a new tier for employees hired on or after July 1, 2013. The union wants to keep retirement benefits at their current level, which includes an employee contribution rate of 5 percent to the UC Retirement Plan.

UC has proposed that current employees contribute 6.5 percent to the UCRP starting July 1, 2013 and new employees hired on or after that date pay 7 percent for a new tier of benefits. UC would contribute 12 percent for all employees.

The contribution rates are the result of nearly two years of extensive study and consultation with many different groups. These rates, along with other measures that have been adopted, will protect the long-term viability of the retirement programs and ensure that employees have a stable retirement.

Even with these changes, UC's retirement benefits remain competitive with other employers.

All employees — represented and non-represented — are in the same pension plan, and the university is asking the union to join its colleagues in contributing at the same rates. These pension rates already apply to the general UC employee population. Several unions also have agreed to these benefits.

UC-AFSCME Patient Care Technical Bargaining Update #10 – Nov. 6, 2012

UC and the American Federation of State, County and Municipal Employees (AFSCME) discussed retirement benefits and other key issues Nov. 1-2, 2012 as negotiations for a new contract for patient care technical employees continued.

The discussion included:

Pension contributions: AFSCME presented an actuarial report on the UC Retirement Plan, and rejected UC's plan for new pension contribution rates and a new tier for employees hired on or after July 1, 2013.

Under the university's proposal, current employees would contribute 6.5 percent to the UCRP starting July 1, 2013 and new employees hired on or after that date would pay 7 percent for a new tier of benefits. UC would contribute 12 percent for all employees.

The contribution rates are the result of nearly two years of extensive study and consultation that included input from senior leaders, faculty, staff and retirees. These rates, along with other measures that have been adopted, will protect the long-term viability of the retirement programs and ensure that employees have good benefits they can count on at the end of their careers.

Even with these changes, UC's retirement benefits remain competitive with other employers.

Wages: AFSCME is seeking an annual double-digit salary increase for each of the next four years, while at the same time rejecting the university's pension proposal aimed at preserving the health of its retirement programs.

UC is committed to fairly compensating its patient care technical staff and will consider reasonable proposals that are fiscally responsible.

The university has a demonstrated commitment toward rewarding employees for their hard work and dedication, while remaining mindful of the financial health of its system. AFSCME members have received wage increases in the past, including at least a 5 percent increase each of the past two years.

Transition from monthly to bi-weekly pay: The university and union reached agreement on providing temporary financial assistance to employees who need help during the transition from monthly to bi-weekly pay. UC is providing similar assistance to the general UC employee population. The transition will occur on Jan. 20, 2013.

Other issues: UC presented its proposal for contract terms on seniority, layoffs and reduction in time, and vacation leave. AFSCME presented proposals on health and welfare benefits, contracting out for services, and compensation for employees working nights and weekends.

Contract Negotiations for Service Staff: Bargaining Update #1

The University of California and the American Federation of State, County and Municipal Employees (AFSCME) met Oct. 23-24, 2012 for their second bargaining session on the road to negotiating a new contract for service workers.

The university and union presented proposals for various provisions of a contract. The university's presentation included its proposal for post-employment benefits, which include revised eligibility rules for retiree health care benefits and new contribution rates to the UC Retirement Plan. Starting July 1, 2013, current employees would pay 6.5 percent to the UCRP, new employees would pay 7 percent for a new tier of benefits, and UC would pay 12 percent for all employees. The rates already apply to the general UC employee population. Several unions also have agreed to these benefits.

The UC Board of Regents adopted these rates to help protect the long-term viability of the retiree health and pension programs. This measure, along with other actions, will ensure that employees will have excellent benefits and a stable retirement when they are ready to sunset their careers.

Even with these changes, UC's retirement benefits remain competitive with other employers.

During the two-day session, UC and AFSCME reached agreement on some contract terms including moving expenses and employment conditions for people with multiple appointments.

The next session is Nov. 8-9, 2012 at UC Santa Cruz, when the university and union will continue to review each other's proposals.

The University of California (UC) has embarked on an initiative to implement a single, university-wide payroll and human resources system as part of a project called UCPath. This new system will replace the university’s decades old Payroll Personnel System (PPS) and meet UC’s complex operational and workforce requirements. We are pleased to announce the launch of two websites in conjunction with this project: UCPath and UCR UCPath.

UC begins negotiations for new contract for service workers

The University of California educates and nurtures the brightest minds, and pioneers life-changing innovations. UC’s more than 8,000 service workers provide essential custodial, dining, mail, transportation and other support services that help keep our campuses, laboratories and medical centers running smoothly and efficiently every day. UC and the American Federation of State, County and Municipal Employees (AFSCME) began initial negotiations for a new contract for service workers on Oct. 12, 2012 at UC Irvine. Bargaining continues Oct. 23-24 at UC Berkeley.

UC has obtained an agreement with AFSCME PCT to continue compensatory time off during the status quo period. Provided is the signature agreement.

Overtime Compensation Contract Provisions for Service (SX) Unit

Pursuant to ARTICLE 12, HOURS OF WORK, H.6.a.b.c., of the contract between the University and AFSCME Service Unit, overtime compensation contract provisions are changing for the SX bargaining unit employees.

Regents approve increased pension contributions for 2013

Beginning July 1, 2013, faculty and staff will contribute 6.5 percent of their pay and UC will contribute 12 percent to the UC Retirement Plan (UCRP). Employees currently pay 3.5 percent and UC pays 7 percent. Those rates will increase to 5 and 10 percent respectively on July 1, 2012. Rates for represented employees are subject to collective bargaining.

Making Excellence Inclusive: A Diversity Certificate Program

Applications are being accepted now

The MEI Certificate Program is proudly kicking off its fifth year on campus.During this six-month program, participants research, analyze, and apply their new knowledge to actual situations in the UCR work environment and develop capstone projects designed for immediate or near-term implementation. To date, more than a dozen individual projects have been created by MEI grads and many already have been integrated into the campus culture.

Become a Diversity Trainer: Join the Diversity Educators Network

The Diversity Educators Network (DEN) is a group of individuals from across campus with a passion for diversity, and a desire to share that passion with others. DEN Facilitators volunteer their time during the year to facilitate various programs including the Chancellor's Diversity Education Program.

UC and UPTE Reach Agreement on Health and Pension Benefits

The University has reached an agreement with the University Professional and Technical Employees (UPTE) Union regarding health insurance rates and pension contributions for employees in the Research Support Professionals and Technical units. Negotiations were limited to health and pension benefits under the existing contract, which ends June 2013.

The Internal Revenue Service recently announced the 2012 Maximum Annual Contribution (MAC) limit for retirement plans. That means the MAC limit for the UC Retirement Savings Program's 403(b) Plan and/or 457(b) Plan will increase to $17,000.Read more

UC Family Member Eligibility Verification FAQ

With the June 30 deadline for submitting documents to verify your family members' eligibility for UC health insurance fast approaching, UC Human Resources answers the 10 most frequently asked questions.

Watch for family member eligibility verification mailing

Regents approve increased pension contributions for 2013

Beginning July 1, 2013, faculty and staff will contribute 6.5 percent of their pay and UC will contribute 12 percent to the UC Retirement Plan (UCRP). Employees currently pay 3.5 percent and UC pays 7 percent. Those rates will increase to 5 and 10 percent respectively on July 1, 2012. Rates for represented employees are subject to collective bargaining.

Notice To Non-Represented Staff Regarding Union Organizing Efforts

The University Professional and Technical Employees union (UPTE) is engaged in an attempt to unionize non-represented, policy-covered employees throughout the UC system..Read full announcement

Union Representation

The University periodically provides employees with information about the process of union representation. Some common questions that employees have asked concerning the representation process and its implications are available here. UC seeks to make certain that employees understand this process and exercise informed choices. If you have additional questions, call the Labor Relations Office at ext. 2-3641 (951-827-3641).

New Retiree Health Benefits Factsheet

This last December the Regents approved changes to retiree health benefits. A factsheet summarizing the details of the changes is now available on UC’s website, The Future of UC Retirement Benefits. (Spanish version available)

Additional Employee Resources

HeRe to Help In response to the impact the current economic climate is having on our campus community, a website offering informational resources has been developed by Human Resources. Please visit this HeRe to Help website which is designed to keep you informed on a range of topics: budget-related matters, professional development opportunities, work/life balance strategies, personal finance management, and special support services.

More Information

General Campus Information

University of California, Riverside900 University Ave.Riverside, CA92521
Tel: (951) 827-1012